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October 29th, 2009

Unsigned Bands Need Marketing

Posted by admin in Great Net Tips, School of Management, The Music Way

Unsigned artists have much more chance of success than any other time through history. On one hand, composing and performing songs without the shadow of a struggling record label hanging overhead leaves musicians free to express themselves without constraints. Otherwise, it leaves unsigned bands the responsibility of market themselves.

While the Internet has become the most vital and effective marketing tool, taking music to the streets has become the bread an butter for many acts. On a smaller scale, Heath & Jed have made a living off of the CD sales and tips they’ve received playing the streets and subways of New York City. In their Gothamist tour diary (8/14/06), they revealed: “We’ve sold over 10,000 CD’s this year. One fan at a time…We came and we conquered and we made some money to live another day as musicians, doing what we love.”

Sony’s Connect music site did a feature on unsigned Fullerton, CA band Cold War Kids who “have risen to the top of the hipster rock heap through their relentless touring.” In the related interview, lead singer Nathan Willett talked about the process of peddling their homemade EPs during their non-stop tours: “Basically (the EPs) were available at our shows at best, and we ran out of them a lot, and it was kind of a bummer because we couldn’t put the effort into being at home and getting more made. But it was cool because we had a limited amount of them and people seemed to want them, and we were surprised that people wanted them as much as they did.”

September 20th, 2009

Something You Plain Should Try out — Risk Assessment

Posted by admin in Health Tips, School of Management

It’s a frequent misconception in more than a few businesses that, if every member of staff has sufficient health and safety education, they have got everything they might need to prevent a disaster. The truth is that, irrespective your industry, basic instruction in health and safety regulatory affairs simply isn’t sufficient. Equipping staff, selecting good supervision and promoting frequent practise are all important factors.

Someone in a supervisory capacity has a much greater purpose to carry out than just general management. Any supervisor you pick out needs to understand the necessity of health and safety training and be able to share their enthusiasm. In addition to encouraging conformity with health and safety legislation, a supervisor’s job includes supervising employee performance as well. This is no simple undertaking. In depth product knowledge is an essential for a supervisory job as well as an in-depth understanding of up-to-date regulations with regard to safety, risk assessment and CPR.

Simply supplying basic training in health and safety actually is not adequate for your employees. Your employees have to get practical experience of risk assessment and the identification of problem areas. They have to understand how to eradicate problems and also how best to manage when something unexpected happens. Employees are only protected when their training and procedures have become a habit. Education is by all accounts ineffective if you don’t supply the required safety equipment. When they do not have the correct gear or should they see that items are damaged in an emergency situation, then all the training your employees have already completed is wasted.

Frequent maintanence of your apparatus is essential. If you find your equipment isn’t in good condition, be certain to have it fixed as soon as is feasible and put it back in the right place.

Your workforce need to get appropriate health & safety training, but they also need to have the proper supplies, the chance to practise, and a knowledgeable supervisor who can get everyone charged up about being safe at work. Only then will observing all the safety regulations before long become a natural component of life in the workplace and no longer something challenging that staff have to try to remember all the time.

August 13th, 2009

Catch this! Lots of Hands on Clues Concerning COSHH Training

Posted by admin in Health Tips, Misc, School of Management

It’s thought in numerous businesses that, if all of their employees have the required level of health and safety education, they are suitably prepared for a disaster. In reality however, basic training in health and safety regulatory affairs just is not adequate. You need to provide your employees with adequate supervision, the right equipment, and the chance to practice. A team supervisor has an even larger role to play than just overseeing the floor. A supervisor needs to have good communication skills and consider training great. As well as encouraging conformity with health and safety regulations, a supervisor’s job includes checking up on employee performance as well. Of course it’s not easy to do all this at once. The supervisor is required to possess an in-depth knowledge of the business and the product in addition to an in depth understanding of current legislation regarding safety, risk appraisal and CPR.

It’s just not adequate to provide your staff with health and safety instruction. They need to practise risk assessment and the recognition of hazards. They need to know how to deal with safety risks and also how to cope if something goes wrong. Employees are only completely prepared when everything has become second nature.

Training is by all accounts not enough if you don’t supply safety apparatus. If they are missing equipment that is required, or discover that items are not functioning properly only after a crisis has happened, the safety training your employees have already completed is a waste of time and effort.

Maintaining your equipment on a regular basis is a necessity. If you find your equipment is in poor working order, ensure that it’s sorted out ASAP and returned to the appropriate location. Health and safety education is essential to the well-being of your employees, but they also need to have quality equipment, the opportunity to practise, and a knowledgeable supervisor who gets everyone charged up about working safely. If you put these ideas into practice you should find that the safety regulations be established in the culture of your business and no longer an inconvenience that staff have to attempt to remember.

July 7th, 2009

How to Improve Your People Management Skills

Posted by admin in School of Management

Efficient people management is extremely important in order to achieve the best in your business success. You can succeed in improving in these skills. It may be a plus to have a natural affinity for people, all the same there are a few skills you can do to make the process simpler.

Relationship Building: Begin by memorizing the names of the staff. Speak to staff; make eye contact during a conversation. Develop a respectful attitude, in addition listen to the other person’s point of view, even if you disagree or have another viewpoint. Listening to everything staff have to say is one of the best talent management skills in your arsenal. Be sure to show an interest in what everyone can contribute to the business.

Live up to your word: Don’t give promises you will not keep. If a promise is broken, it can damage trust, and if they don’t trust you your staff will not offer their best. Everytime you say something or give your word on something, make sure that you can follow through or it would be more sensible not to give your word at all. You’ll discover, when your people can’t depend on your word, your team can’t be relied on to be there when you actually need them. Feedback is important: Feedback should be a mutual process. Talent management skills mean keeping an open mind to all feedback. Being accessible and receptive establishes that you respect other’s feedback, your ideas will be valued in return. Promoting discussion in addition promotes growth of innovative ways of thinking, original methods of achieving goals, and develops the bonds of an excellent team. If your co-workers are given a voice, every team member takes an interest in the results of the project.

Promote all sorts of communication: Managing individuals boils down to the same concept — communication. Maintaining an open door policy, utilize listening skills, remember to welcome people to express their ideas, and encourage each of your staff to express themselves. Inspire staff not just to speak with you, but to speak to each other. The sharing of thoughts is imperative in the creative process, and if the team members communicate well, it is easy to identify problems early, allowing corrective action to be put in place to prevent any further problems.

Acquiring these techniques may require time, nevertheless the payoff is worth it. Through building the bonds of a good team and by listening to what your team has to offer, a flourishing business will be achieved.

May 4th, 2009

Stelios Now Buying up Property Near You

Posted by admin in Design Tricks, Market, School of Management

Currently, Sir Stelios does not own any large commercial real estate in Britain but with values decreasing by the day, he can now make a considerably worthwhile investment in the commercial property market for just a measly three-million pounds.

Sir Stelios plans to use these office buildings as premises for EasyOffice and for converting into hotels in his EasyHotel franchise chain.

The inventor of the budget airline concept is now looking to take advantage of the current economic situation in Greater London and purchase commercial premises there at super low prices. With the launch of EasyHotel and EasyOffice, he plans to use these premises for offering budget enterprise office space and cheap accommodation.

With the current economic slump, values of real estate in London have been hit hard and Sir Stelios plans to invest in empty commercial premises there. He has stated that the risks of buying now are minimal, even if the market were to lose another few percent of its value. With the property market in London having lost over forty percent of its value since its height back in 2007, Sir Stelios has become interested in the more attractively priced properties now on the market whereby a complete office refurbishment is planned.

The EasyHotel chain has half a dozen branches with four in central London as well as Luton and Heathrow airports. Now he is looking into developing branches at Gatwick as well as more in central London.

In response to the ever increasing difficulty of getting bank loans and mortgages, Sir Stelios has stated that he would be investing entirely with pound notes and eventually may start looking into bank debt once the deals become more viable to the property wary banks.

June 5th, 2008

Management Training Courses - Choosing a Provider

Posted by admin in School of Management

The best way to optimise your company’s efficiency and get the most out of your workforce is to introduce training that will engender an effective management structure. The benefits of successful management training include better standards of communication and higher levels of morale, with the knock on effect of improving staff confidence and motivation, increasing productivity and achieving higher staff retention and team performance rates. As with all forms of education, however, this will not be achieved to the standard you desire unless you have the right teacher with the appropriate educational tools. This article helps you select a management training company to suit your needs by covering specific areas of the work the company needs to be concentrating on.

An obvious, but critical, initial consideration is which of your employees you wish to train up and to what ends. For example, you might consider it necessary for your entire workforce to undergo some form of management training in order to instil a different ethos from top to bottom. Or you only require employees of management class and above to take the training, so that they can use their new skills to give better direction to junior employees. Another option might be to have only new employees undertake the training so that you have confidence that they will be able to perform their jobs. The question here should be whether this training will be a standard requirement for all new employees, or whether the need for it should be determined on a case by case basis. In order to make this decision easier, it might be useful to imagine yourself back in school and consider the wisdom of having year one take a year three course, firstly because they are unlikely to have the necessary resources to grasp the course’s basics, and secondly because it will have no practical application to their everyday lives. Bear in mind also, if you decide to make the training a mandatory requirement for all new employees, that are more likely to be younger, and thus will have different requirements and ways of learning than older employees.

Now that you have settled on who it is you would like to undergo the management training course, the next question is what sorts of management skills you want them trained in. There are two ways of looking at this. Perhaps the most obvious one is to consider the principle areas of your business where management levels are not up to the standards you want them to be. Consider the reasons for this. Is it a matter of communication skills and the way the information is being presented? Or is it the information itself? Are the directives too specific or too opaque or are the objectives not defined clearly enough, so that their implementation isn’t being carried out properly? Are the directives reaching the right people? And once an employee has started acting upon the directions, is there enough support for them to be able to carry them out to a satisfactory standard? Alternatively, you could seek out information from the management training companies themselves and review which training services would benefit your business in particular.

Now that you have defined who you want to train and what skills you want them trained in, the next stage is to investigate how the management training company undertakes the training. These are questions you should be considering:

  • How many different learning methods do they incorporate in the training?

  • Is the learning done on a one to one basis, in small groups or in a lecture hall?

  • Will the course be participatory, involving virtual role play exercises closely approximating the real life situations the trainee might encounter, or mostly done through solo study using books?

  • How much experience of working in the industry do the trainers have? Is their experience of a practical or theoretical bent? Have the trainers had employment in the past that uses the sorts of management skills they are teaching, or have they worked as supervisors, managers or senior managers?

  • Are the programmes tailored to different levels of management (junior, middle and senior) or do they simply touch on core management skills?

  • Will there be workshops and retreats tailored to your company’s need in particular? How often will the reviews be undertaken to assess the trainees’ progress, and what form will these assessments take?

    • Once the details of the sorts of training the company offers have been established, and you have looked at several management training companies, the question becomes which one to pick. As with all selection processes, it is advisable to seek references from similar businesses about the quality of work the management training company did and the level of improvement in standards of management that has been achieved since. It is also a good idea to involve your employees in the selection process, because they will be the ones undergoing the training. And to determine whether there are any issues, such as role duplication or overload, problems with your vertical or horizontal communication channels or specific interpersonal frictions, that you feel the management training company would be especially good at resolving. Look for any hidden costs, like transportation or expenses that might be incurred if the trainers have to come to your place of work and the level of care given after the course has been completed. For instance, will there be a direct line through to the trainer whenever an employee needs advice or support? After all, learning is a life long pursuit and continues long after you leave the classroom.

    If you are interested in speaking to UK based Management Training Course Providers visit: http://www.approvedindex.co.uk/indexes/ManagementTraining/free-quote.aspx

    May 23rd, 2008

    Learn to Assert Yourself

    Posted by admin in School of Management

    Pinpoint your own blocks to assertiveness: fear of disapproval, need to please others, fear of being too masculine or feminine, or the dread of making mistakes.

    Visualize yourself dealing effectively with a problem situation by considering alternative responses. Do not act hastily or in angercalm yourself before the confrontationtake a deep breath with eyes closed and concentrate on controlling your temper. Practice remaining calm, collected, courteous. Be prepared to present yourself rationally and factually without emotion or conjecture. Avoid making mountains out of molehills. Pursuing an issue that is small will discredit you when an important issue needs to be faced and resolved. Repeat this step as often as necessary until you can comfortably imagine yourself dealing with the situation.

    Assertiveness cannot always get you everything you want or force others to change. Yet it is far more effective than being submissive or aggressive. Assertiveness interacts with other communication and relationship skills. You need not always be assertive, but it is necessary to know how to be assertive when you wish to be. Build your changes in behavior gradually by choosing small problems prior to tackling more central areas of your life. Allow others time to acclimate themselves to hearing from you in your new voice. Once you have begun to function more assertively in your interactions, you are in the position to encourage that trait in others.

    Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium

    CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.

    May 10th, 2008

    MEXICO MANUFACTURING > Mexican Manufacturers .. Products Made in Mexico .. Discover the Low Cost Sou

    Posted by admin in School of Management

    MEXICO MANUFACTURING > Mexican Manufacturers .. Products Made in
    Mexico .. Discover the Low Cost Source BY.-
    http://www.Mexico-Store.com

    Mexican products have become big sellers in every country of
    the world. The total value of Mexican products that are imported
    into the US alone exceeds the billion dollar mark by far.

    Thanks to their low cost, quality and uniqueness, most Mexican
    products can be resold for high profits.

    It’s not uncommon for American and European traders dealing in
    Mexican art, paintings, silver or exotic leather to harvest
    handsome profit margins that in many cases exceed a 100% markup
    when they buy from the right suppliers.

    With out a question there is a lot of money to be made by
    reselling Mexican products. And the cheaper you buy, the better.
    Just don’t expect to get the best possible prices from those
    Mexican products “providers” that you can find on the web for
    free.

    Most of the guys and companies that are ranking at the top of
    the internet search engines are basically American companies
    that are reselling Mexican products. So don’t think you will get
    the best possible prices from them. Marketers and other
    middlemen exist to make a profit. Everybody knows it. It’s
    impossible for an intermediary to sell you at a manufacturer’s
    low price. It’s against their business model.

    The only way you are going to make BIG cash is by dealing direct
    with the Mexican sources. Visit http://www.Mexico-Store.com
    today and discover how you can access beautiful Mexican products
    at incredibly low wholesale prices that you can easily resell
    twice as much or translate into GREATER profit margins for your
    self.

    This is your chance to enter a multi-million dollar market with
    REAL PROFIT MARGINS. You can start a fun and practical business
    that you can run from anywhere by selling on Ebay or at your
    location.

    Take this opportunity and Visit us TODAY! at Mexico-Store.com

    http://www.Mexico-Store.com

    P.S: Bigger profits just around the corner.

    If you already sell silver jewelry, art, leather or Mexican
    handcrafts, imagine the savings and the immediate extra profits
    that you can generate by contacting cheaper & reliable Mexican
    suppliers.

    Mexico Store helps importers & entrepreneurs from every country
    in the world get access to low cost Mexican products with high
    resale value at http://www.Mexico-Store.com

    May 2nd, 2008

    Selecting a Business Broker or Intermediary to Help You Sell Your Business

    Posted by admin in School of Management

    As crazy as it seems, some people spend more time choosing a coffee machine than they do selecting the business broker or intermediary that will sell their business. This can be a fatal mistake that can cost time, money, and sometimes the ability to sell the business at all.

    How do you choose the right business broker or intermediary?

    What follows is a list of questions to ask any intermediary when interviewing them. We also explain what to look for in the answers given.

    No one is going to have every qualification listed. But the person you retain must be trustworthy, knowledgeable, experienced, organized, and compatible with you.

    Questions to help you determine if the intermediary trustworthy:

    Does the intermediary have written references? Can you call the references?
    References indicate a job well done. They indicate that the intermediary had the dedication to complete the transaction and provide follow-up. You should be able to call any reference given. Pick two or three to call and ask the following questions.

    ***Were you pleased with the results?

    ***Was the initial evaluation consistent with the sales price?

    ***Did the intermediary follow his plan?

    ***Would you hire the intermediary again?

    ***Was the intermediary knowledgeable and did he provide good advice?

    ***Was the intermediary willing to cover uncomfortable information such as if the initial asking price might not be realistic?

    The purpose of these open-ended questions is to try and really find out whom you are dealing with. The answers should be consistent with the written reference.

    Does the intermediary belong to local business, charitable groups, churches that indicate a place in the community?

    Most people who belong to these types of groups have roots in the community. They generally work hard to be known as quality people.

    Does the Intermediary Belong to Industry Associations that have ethical codes?

    Again this is an indication that someone makes efforts to play the game fairly. Someone who is always willing to cut corners is likely to cut corners on you too. In the intermediary/business intermediary fields the International Business Brokers’ Association (IBBA) has a strong ethical code.

    Are the intermediary’s statements consistent and do they make sense?

    If the intermediary’s statements do not make sense to you, or are highly inconsistent, be aware that you probably have a personality or other conflict brewing and you would probably do better to keep looking for someone else.

    Do you innately feel good about the intermediary?

    If you do not feel you can trust the person, move on and find someone else.

    Questions to help you determine if the intermediary is knowledgeable:

    What is the intermediary’s formal education?

    While formal education is not the end all and be all an intermediary with a working knowledge of business and accounting and other disciplines related to business is helpful.

    Has the intermediary obtained continuing education in his field of practice?

    Every field and profession is under a siege due to the pace of change. eChanges come from regulation such as changes in tax laws, from market ups and downs like the internet boom and bust, and technology just to name a few areas. Everyone can benefit from staying informed on the changes in their industry including your intermediary.

    Has the intermediary authored or spoken professionally on his areas of expertise?

    To be able to teach authoritatively or to be published is an indication of true knowledge and depth of understanding.

    Questions to help you determine if the intermediary has experience:

    Has the intermediary ever owned a business? Was it sold?

    The old saying is, “if you want to understand a man you need to walk a mile in his shoes”. Everyone seems to understand the benefits of being a business owner.

    Unless you have been a business owner you cannot understand the many difficulties, hardships, and sacrifices that go along with the benefits. Really understanding your plight means that the intermediary understands what you are going through and will work to reduce your difficulties.

    How long has the intermediary been brokering?

    Other experience can assist in reducing the amount of time that someone needs to learn the basics of brokering. Yet, under two years experience and you can bet that the person is still learning the basics. Why have them learn on you if you can get a pro?

    Does the intermediary have any related experiences from selling other businesses?

    Every business is different. There are so many different industries and businesses that often the intermediary you are talking to will not have sold an identical business or even one in your industry. The intermediary should still be able to relate experiences from other transactions that help you understand where you are.

    Did the intermediaries past experiences relate to his role here?

    Many business intermediaries have had prior positions that use many of the same skills as brokerage. People who have performed them are going to have been in many of the same situations and you should benefit from their knowledge.

    Questions that can help you determine if the intermediary is organized and has a system:

    Every intermediary should have defined systems for the following components of the sale. Ask about any of these. For instance, ask how will you market my business?
    Defined systems should at a minimum include:
    1. Information gathering about seller, the business, industry, collection of financial information, tax situation, assets etc.
    2. Computation of estimated sales value
    3. Development of understanding and agreements between intermediary and you
    4. Creating Business Value
    5. Marketing Plan for selling business
    6. Process for qualifying and working with prospects
    7. Offer and negotiation process
    8. Completion of documentation
    9. Due diligence
    10. Settlement
    11. Follow-up after the sale

    Then ask follow-up questions detailing what they have said. For instance if they said they will place a listing on the Internet, ask “What information is provided on the Internet listing?”

    Ask these questions about two or three of the systems defined above.

    The intermediary should be willing to share exactly how they intend to work your business. Intermediaries need to work on many transactions so if they are not organized things will fall apart and your business may not be given the attention it needs.

    Does the intermediary work for a firm? If so what does that add to the process?

    A reputable, knowledgeable brokerage firm can magnify your intermediary’s success. By providing back office support and people to fill in when overloaded a good brokerage office is valuable. They also have systems and training to assist new agents.

    Compatibility:

    Through all of the above questions you should be thinking about integrity and compatibility. The intermediary does not need to be your friend. In fact that could be detrimental to getting the job done. But the intermediary must be someone you can work with, trust, and respect. You must be confident that they will not be underhanded with anyone including you.

    The Crux of the Matter:
    If you are not 100% comfortable with your intermediary interview another one. Keep looking. Do not become a horror story. There are several intermediaries in most cities. Look until you are comfortable.
    ***Make sure your intermediary is trustworthy and a part of the community.
    ***Make sure your intermediary is qualified educationally and through actual experience.
    ***Make sure they have systems in place so that the work necessary to sell your business gets done.
    ***Make sure you are compatible with your intermediary.
    ***Is this someone that can deliver bad news to you and you will still be able to work with?
    ***Finally do you feel good enough about your intermediary to refer them to a good friend?

    Make sure the answer to all of these is yes. Your final financial reward for all your hard work depends on it.

    Gregory R. Caruso is an expert at helping business owners plan and execute the sale of their businesses. Greg is an inactive CPA, attorney, and business owner with 20 years experience. He can be reached at www.successfulexits.com.

    April 29th, 2008

    Planning Special Events - Part Two - The Master Plan

    Posted by admin in School of Management

    “The master plan is the plan you create to ensure you have
    covered your bases when planning your event. Doing so will
    increase your chances of having a wildly successful outcome,
    leading to more referrals, happy clients and more sales.” Heidi
    Richards

    1. Create your checklist. A checklist provides an organized
    roadmap to executing your event. What resources will you need,
    donations, people, money? - A sample checklist is included below.

    2. Create a Timeline! This should be a part of the checklist and
    is perhaps the most important component of the document that
    will insure the success of your event. The timeline should
    include items such as, when programs are printed, when
    invitations/brochures should be printed and mailed, when to
    start the media or publicity campaign, when to order
    decorations. It includes registration deadlines. If it has not
    already been determined, the timeline also includes the location
    of the event.

    3. Create your budget. This should include all revenue
    opportunities (registration sales, tickets, donations,
    sponsorship, concessions). It should also include expenses for
    printing, lodging, food, supplies, security, speakers, permits,
    insurance, postage and miscellaneous items yet to be determined.

    4. Think about logistics. They include the size of space needed
    for the event, setup (tables, chairs, parking, signs,
    port-a-potty’s, tents), cleanup, emergency plans, transportation
    and the services that are provided by police and fire
    departments.

    5. Promote the event. What is the major objective of the
    publicity? Is it to raise awareness or attendance? Is it to
    build good community relations? If you do not have a media list,
    it is never too soon to start creating one. Whom do you know who
    works for local print, radio and television? Whom do you know
    who knows someone who does? If it is a local event, drawing on
    the local community, find out if a local Media Guide or
    directory is published. Many newspapers have these resources,
    and so do many libraries. If it is a national event, look for
    national media directories for assistance. There are several to
    choose from. Some of the ones I use are: Gebbie Press All-in-One
    Directory (1-845-255-7560), Bacon’s Media Catalog
    (1-800-621-0561), and Bradley Communications (1-800-989-1400).
    These directories are available on disk or books.

    Here’s a step-by-step checklist to help you organize your event.

    The Task:

    ___ Select members of the planning team. Include leaders of
    specific events to be

    completed by (date).

    ___ Develop the master plan by (date). This may include the
    theme, location, etc.

    ___ Choose the date for the event by (date).

    ___ Select secondary team leaders (subcommittee chairs) for
    logistics by (date).

    ___ Recruit or hire team members for logistics by (date).

    ___ Create your publicity/ media campaign. Alert the media of
    photo and interview opportunities by (date).

    ___ Prepare the “copy” for print materials including program,
    registration forms,

    tickets, registration/ identification badges, ribbons, awards,
    etc. by (date).

    ___ Plan the decorations by (date).

    ___ Develop the schedule of events. Distribute to each person on
    the team. Review assignments.

    ___ Determine how registration will be handled and by whom.

    ___ Create an Emergency Plan in case the event has to be
    cancelled or postponed.

    ___ Have a “dress rehearsal” of the event with all responsible
    parties to review roles and responsibilities of entire team the
    day before.

    ___ Have the Event!

    ___ Mail a copy of the program and thank you letter to sponsors
    and supporters of the event as soon as possible after the event.

    ___ Send hand-written thank you notes to your host (employer)
    and the team you worked with. If possible, include photos.

    ___ Evaluate the Event

    © 2005 - Heidi Richards

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